“Vivian and the team are always available to help me clarify things about running a company in HK. It is immeasurably helpful to have someone who really understands t...”
RADHESH VIJAYAN
Employer of Record Services in China
Employer of Record ("EOR") solution in China simplifies a company's expansion through the hiring of employees in China without the necessity to set up a legal entity.
4.9
Excellent
“Vivian and team are very professional and friendly. They support us to verify business entity with facebook and google using their local phone. I recommend Air corpo...”
Thanh Van An Nguyen
“Air Corporate has been assisting me for four years with the creation, management, and accounting of my business. Their service is very good and Vivian's staff are ve...”
Client content
- Companies registered
- 10,000+
- Bank Accounts Opened
- 9,000+
- Industries Covered
- 50+
- Nationalities
- 25+
What Is an Employer of Record (EOR)?
An Employer of Record (EOR) is a service provider that acts as the legal employer for your workforce in China. This solution enables you to hire a workforce in China without the necessity to set up a legal entity.
While you oversee their daily operations and tasks, the Employer of Record handles all administrative and compliance aspects, from employment contracts to payroll and tax filings.
Why use our EOR services in China?
A practical EOR structure helps you enter the China market faster while keeping employment, payroll, and compliance responsibilities under control.
Speedy Market Entry
By using our EOR services, you can onboard employees and start operations in China quickly, without the time and expense of establishing a local entity.
Legal Compliance
Our in-depth understanding of Chinese labor laws ensures your business avoids costly penalties and legal risks.
Cost-Effective Solution
Eliminate the need for local HR teams and administrative overhead while accessing professional services at a fraction of the cost.
Risk Mitigation
Reduce risks associated with non-compliance, tax mismanagement, or improper employment practices.
Focus on Core Operations
We manage your HR, payroll, and compliance tasks so you can focus on expanding your business and driving revenue.
Comprehensive EOR Services
Employment Contract Management
We draft, review, and maintain employment contracts to ensure they comply with China's stringent labor laws and best practices.
Bilingual Contracts
All employment contracts are provided in both Chinese and English for clarity and legal compliance.
Custom Terms
Contracts are tailored to reflect specific roles, responsibilities, and compensation packages.
Mandatory Clauses
Ensuring all required clauses, such as probation periods, termination conditions, and dispute resolution, are included.
Contract Maintenance
Periodic reviews and updates to align with changes in labor laws or company policies.
Record Keeping
Secure storage and management of employee contract records to meet legal requirements.
Payroll Processing
Accurate and timely payroll management is critical in China, where tax laws and social security contributions can be complex.
Salary Calculations
Comprehensive handling of gross-to-net salary calculations, including overtime, bonuses, and allowances.
Tax Compliance
Calculation and withholding of individual income tax (IIT) based on local regulations and employee residency status.
Expense Reimbursements
Processing employee reimbursements for business expenses efficiently.
Pay Slips
Providing bilingual, itemized pay slips to employees, ensuring transparency and trust.
Timely Disbursement
Ensuring employees are paid on time, avoiding legal and reputational risks.
Social Security & Benefits Administration
China's mandatory social security system consists of five insurances and one housing fund, with varying contribution rates depending on the city.
Social Insurance Contributions
Calculating and submitting payments for pension, medical, unemployment, work injury, and maternity insurance.
Housing Fund Management
Administering contributions to the housing provident fund, a requirement for both employers and employees.
Employee Benefits Programs
Customizing additional benefits such as private health insurance, transportation allowances, and meal subsidies.
Regulatory Updates
Staying ahead of changes in contribution rates or benefits regulations to ensure your business remains compliant.
Employee Assistance
Supporting employees with queries about their social security accounts or benefits entitlements.
HR Support & Employee Management
Human resource management in China involves more than just payroll and contracts.
Onboarding Processes
Assisting with pre-employment checks, new hire orientations, and legal documentation.
Performance Reviews
Providing tools and processes to evaluate employee performance and ensure alignment with company goals.
Employee Training
Coordinating skill development programs to enhance productivity.
Compliance Oversight
Ensuring adherence to labor laws regarding working hours, overtime, and leave entitlements.
Termination Support
Managing employee exits in line with Chinese labor law, including severance calculations, notice periods, and necessary filings.
Visa and Work Permits for Foreign Employees
Hiring foreign talent in China requires navigating a complex system of visa and work permit regulations.
Work Visa Applications
Preparing and submitting all required documents for Z visas or other applicable permits.
Invitation Letters
Coordinating with local authorities to secure the necessary invitation letters for employees and their dependents.
Residence Permits
Assisting in obtaining and renewing residence permits, ensuring compliance with immigration laws.
Health Check Coordination
Scheduling and managing mandatory health examinations for foreign employees.
Regulatory Guidance
Keeping you informed about changes in visa requirements, ensuring timely renewals, and avoiding disruptions.
Why Partner with Air Corporate?
Our EOR services cater to a wide range of industries, including technology, manufacturing, healthcare, education, and more.
Local Expertise
Deep knowledge of China's complex labor regulations.
Proven Track Record
Trusted by businesses across various industries.
Dedicated Support
A single point of contact for all HR, payroll, and compliance needs.
How We Implement It
- 01
Identify the employees you wish to hire in China.
- 02
We onboard them under our local entity while you retain operational control.
- 03
We manage payroll, taxes, and benefits on your behalf.
- 04
Enjoy the benefits of compliant hiring and focus on your core operations.
Frequently Asked Questions
What is best, an Employment Contract or a Consultant?
Hiring an independent consultant involves setting clear work parameters and creating a written agreement that outlines payment terms. For employees , an official employment contract is required, and employers must keep comprehensive records of employee files and compensation.
Which type of visa are available in China and what are the differences?
Visa D : For permanent residency in China Visa Z : Employment visa for working in China Visa X : For job training or studying in China Visa F : For business trips, lectures, or short courses Visa L : For tourism or personal visits to China Visa G : For transit through China Visa C : For aircrew, train staff, and seamen Visa J-1, J-2 : For foreign journalists (short and long-term)
What is the Chinese Labor Law concerning Employment Contracts?
Employment Contracts Employment contracts must be in Chinese and follow local labor law requirements. Contracts are typically fixed-term, open-ended, or project-based. Employers must specify working hours, job descriptions, wages, and benefits. A probationary period is allowed but is limited based on contract length:1 month for contracts of 3 months to 1 year.2 months for contracts of 1 to 3 years.6 months for contracts exceeding 3 years. Social Security Contributions Employers must contribute to five mandatory social insurances: Pension Insurance Medical Insurance Unemployment Insurance Work Injury Insurance Maternity Insurance Additionally, contributions to the Housing Fund are mandatory for both employees and employers, varying by city. Working Hours and Overtime The standard workweek is 40 hours (8 hours/day, 5 days/week). Overtime pay is calculated as: 150% of the hourly wage on weekdays. 200% on weekends. 300% on public holidays. Employee Benefits China's labor laws guarantee employees several benefits, including: Medical Leave: Up to 12 months for work-related injuries. Maternity Leave: 98 days, which may be extendable for complications. Paternity Leave: Up to 30 days, depending on the province. Marriage Leave and Bereavement Leave. Retirement Benefits: Retirement age is 60 for men and 55 for women. Termination Rules Termination must adhere to strict legal procedures and require valid reasons. Severance pay is mandatory unless the employee resigns voluntarily without cause.
Get Started Today!
Simplify your expansion into China with our EOR solutions. Contact us now to learn more and receive a tailored proposal for your business needs.
